The reason for this lies in the manner in which values are acquired in the first place. That is, when we first learn a value usually at a young age , we are taught that such-and-such behavior is always good or always bad. For instance, we may be taught that lying or stealing is always unacceptable. Few people are taught that such behavior is acceptable in some circumstances but not in others.
Hence, this definitive quality of learned values tends to secure them firmly in our belief systems. This is not to say that values do not change over time. As we grow, we are increasingly confronted with new and often conflicting situations. Often, it is necessary for us to weigh the relative merits of each and choose a course of action. Consider, for example, the worker who has a strong belief in hard work but who is pressured by her colleagues not to outperform the group. What would you do in this situation?
Rokeach has identified two fundamental types of values: instrumental and terminal. Instrumental values represent those values concerning the way we approach end-states. That is, do we believe in ambition, cleanliness, honesty, or obedience? What factors guide your everyday behavior? Terminal values , on the other hand, are those end-state goals that we prize.
Included here are such things as a comfortable life, a sense of accomplishment, equality among all people, and so forth. Both sets of values have significant influence on everyday behavior at work. You can assess your own instrumental and terminal values by completing the self-assessment in the end-of-chapter assignments.
Simply rank-order the two lists of values, and then refer to the reference for scoring procedures. Personal values represent an important force in organizational behavior for several reasons. In fact, at least three purposes are served by the existence of personal values in organizations: 1 values serve as standards of behavior for determining a correct course of action; 2 values serve as guidelines for decision-making and conflict resolution; and 3 values serve as an influence on employee motivation.
Let us consider each of these functions. Standards of Behavior. First, values help us determine appropriate standards of behavior. They place limits on our behavior both inside and outside the organization. In such situations, we are referring to what is called ethical behavior , or ethics. Employees at all levels of the organization have to make decisions concerning what to them is right or wrong, proper or improper.
For example, would you conceal information about a hazardous product made by your company, or would you feel obliged to tell someone? How would you respond to petty theft on the part of a supervisor or coworker in the office? To some extent, ethical behavior is influenced by societal values.
Societal norms tell us it is wrong to engage in certain behaviors. In addition, however, individuals must often determine for themselves what is proper and what is not. In many situations, a particular act may not be illegal. In such circumstances, people have to determine their own standards of behavior.
Yukiko Tanabe, a foreign exchange student from Tokyo, Japan, was both eager and anxious about making new friends during her one-year study abroad in the United States. After a month-long intensive course in English over the summer, she began her studies at the University of California. Both of these concepts have a major influence on our personality , attitudes as well as our perceptions.
Although we always associate ethics, values, and morals together, there is a distinct difference between them. In this article, we are going to discuss the difference between ethics and values. Values are standards of behavior or principles that vary according to different people. Ethics are forms of conduct or moral principles which vary according to specific group or field. This is the main difference between ethics and values. Ethics are set of moral principles, especially ones relating to or affirming a specified group, field, or form of conduct.
The term ethics is mostly related to professional context. They are also known as professional ethics or work ethics. My grandma has influenced my ethics and values. I appreciate this answer. Your email address will not be published. Save my name, email, and website in this browser for the next time I comment. Key Differences Between Ethics and Values The fundamental differences between ethics and value are described in the given below points: Ethics refers to the guidelines for conduct, that address question about morality.
Value is defined as the principles and ideals, which helps them in making the judgement of what is more important. Ethics is a system of moral principles. In contrast to values, which is the stimuli of our thinking. Values strongly influence the emotional state of mind. Therefore it acts as a motivator. On the other hand, ethics compels to follow a particular course of action. Ethics are consistent, whereas values are different for different persons, i. Values tell us what we want to do or achieve in our life, whereas ethics helps us in deciding what is morally correct or incorrect, in the given situation.
Ethics determines, to what extent our options are right or wrong. As opposed to values, which defines our priorities for life. Comments Some of my values in life are to graduate high school and college and get a good job to provide for my family.
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